ASSESSMENT
&
LEARNING MODELS
Learning Scenario
I selected Project-Based Learning (PBL) as the primary learning model because it aligns strongly with collaborative problem solving, real-world application, and adult learning principles. PBL is especially effective in corporate environments where employees must work across departments, adapt to organizational change, and design solutions to workplace challenges. The following learning scenario represents a corporate professional development initiative created to strengthen organizational culture, reduce departmental silos, and improve communication.
This learning activity is designed for a corporate professional development program supporting faculty and staff across several departments. Recent organizational climate reviews revealed two major issues affecting employee performance and morale. First, some departments function within toxic interpersonal environments, while others benefit from collaborative and supportive leadership. Second, the organization operates under a rigid hierarchical structure that restricts communication, limits innovation, and contributes to departmental silos.
To address these challenges, participants are assigned to cross-functional teams and placed into a Culture and Communication Task Force simulation. Each team receives a detailed fictional departmental case file that outlines issues such as low trust, limited communication channels, poor feedback loops, or strained relationships between supervisors and staff. Their task is to analyze the case, investigate root causes, and create a Culture and Communication Improvement Plan tailored to the department in the scenario.
Using project-based learning, each team progresses through clearly structured phases: problem identification, research and data gathering, inquiry, analysis, solution design, prototype creation, and final presentation. Teams complete milestone tasks such as mapping communication pathways, identifying breakdown points, analyzing conflict patterns, and developing improvements that strengthen psychological safety. This reflects the PBLWorks approach in which learners must address a complex workplace problem and create a realistic solution that mirrors professional responsibilities.
To address these challenges, participants are assigned to cross-functional teams and placed into a Culture and Communication Task Force simulation. Each team receives a detailed fictional departmental case file that outlines issues such as low trust, limited communication channels, poor feedback loops, or strained relationships between supervisors and staff. Their task is to analyze the case, investigate root causes, and create a Culture and Communication Improvement Plan tailored to the department in the scenario.
Using project-based learning, each team progresses through clearly structured phases: problem identification, research and data gathering, inquiry, analysis, solution design, prototype creation, and final presentation. Teams complete milestone tasks such as mapping communication pathways, identifying breakdown points, analyzing conflict patterns, and developing improvements that strengthen psychological safety. This reflects the PBLWorks approach in which learners must address a complex workplace problem and create a realistic solution that mirrors professional responsibilities.
Detailed Learning Activity
1. Kickoff Challenge
Each team selects a case file and completes a rapid analysis activity where they identify three urgent warning signs and three potential strengths within the fictional department.
2. Inquiry and Evidence Gathering
Teams gather evidence from the case file, workplace policies, communication flowcharts, and organizational behavior research. They document their findings using a shared collaboration tool such as Google Workspace or Microsoft Teams.
3. Root Cause Mapping
Teams use digital whiteboards like Miro or Mural to map problem causes. Sticky notes represent behaviors, communication gaps, unclear roles, or hierarchy barriers. Teams connect these to broader organizational culture concepts.
4. Prototype Development
Teams draft a Culture and Communication Improvement Plan that includes:• New communication routines• Activities to strengthen cross departmental collaboration• Strategies that reduce hierarchy barriers• Recommendations to improve psychological safety and conflict resolution• A plan for leadership modeling and accountability
5. Gamified Knowledge Check
A Kahoot game summarizes the key concepts learned so far. Teams compete and earn points.
6. Final Presentation
Teams present their final plan to a review panel and defend their decisions by referencing evidence, theory, and best practices.
Gamification Layer
To increase engagement, motivation, and healthy competition, a gamification component is added throughout the project. Teams earn experience points (XP) for completing milestones, contributing high-quality evidence, or demonstrating effective collaboration. XP can be tracked through tools such as Leaderboarded, Miro with point tracking add-ons, or a simple LMS leaderboard built into Canvas or Moodle.
Additionally, short knowledge checks are delivered through tools like Kahoot, Quizizz, or Quiz Game Maker by Mentimeter. These interactive games assess knowledge related to communication models, leadership styles, psychological safety, and organizational culture. The use of game-based response systems supports immediate feedback, which reinforces learning and builds motivation.
Gamification also includes optional side quests. For example, teams can earn badges for conducting brief interviews with colleagues, reviewing relevant research, or submitting a creative visual that illustrates root causes. These mechanics promote deeper inquiry and give adult learners autonomy, choice, and internal motivation, which aligns strongly with andragogy.
Game Tools & Structure
1. XP and Leaderboards
- Teams earn experience points for completing milestones with quality, participating actively, citing evidence, completing research tasks, and demonstrating strong collaboration. Points are tracked through platforms such as: • A leaderboard built within Canva, Miro, or Google Sheets
- • Leaderboarded or ClassPoint style scoreboards
- • LMS built in gamification tools such as Canvas Badges or Moodle Ranking Blocks
- This tracking increases motivation, encourages friendly competition, and reinforces progress.
2. Knowledge Game Challenges
Short game based learning activities reinforce key concepts. These include:• Kahoot.it quizzes on communication frameworks, culture models, and leadership strategies• Quizizz challenges on psychological safety and conflict resolution• Mentimeter Quiz Game Maker for rapid checks of understanding• Gimkit for team based learning battles focused on terminology and best practicesGame challenges provide immediate feedback and help learners quickly correct misunderstandings, which supports motivation and retention.
3. Optional Side Quests
Teams can earn digital badges or extra XP by completing side quests such as:• Interviewing a colleague about communication barriers• Finding a reputable research source from this week's learning resources• Creating a visual diagram that illustrates the root cause of a cultural issue• Submitting a creative short video or infographic explaining psychological safetyThese side quests provide adult learners with autonomy and choice, which aligns with andragogy and supports internal motivation.
Formative Assessment
A midpoint progress briefing serves as the formative assessment. Each team shares a short update that outlines their diagnosis of the problem, early ideas, and internal collaboration progress. Feedback is provided by the facilitator and peers. Digital game tools such as Kahoot or Quizizz can follow the briefing to reinforce concepts. This structure provides ongoing guidance and allows teams to adjust their approach, consistent with formative assessment principles described by NWEA and Watson.Teams deliver a five minute progress briefing that includes:• A summary of their problem analysis• Early ideas for solutions• Reflection on team collaboration
The facilitator and peers provide verbal and written feedback using a simple rubric that evaluates clarity, relevance, and evidence use. After the briefing, learners participate in a short gamified quiz using Kahoot or Quizizz to reinforce key learning concepts and address misconceptions. This aligns with formative assessment principles by providing timely feedback that helps teams adjust and refine their project.
Authentic Assessment
The authentic assessment requires teams to present their final Culture and Communication Improvement Plan to a panel composed of organizational leaders, HR partners, and peer representatives. Plans must include evidence based recommendations, a communication strategy, and an implementation outline. Teams defend their decisions in real time and respond to panel questions.
This is student-centered because learners design solutions that address problems they may face within their own workplace. It is authentic because the tasks mirror strategic planning, departmental problem solving, and leadership consultation found in real organizations. Rubrics help ensure alignment with organizational goals and industry standards.
The assessment is authentic because:• It mirrors real strategic planning and organizational improvement processes• learners solve a meaningful workplace problem• teams respond to panel questions, defend their reasoning, and justify decisions with evidence• it requires application of knowledge, not memorization
Rubrics evaluate relevance, depth of analysis, feasibility, alignment with organizational culture principles, and clarity of communication.
Rubrics evaluate relevance, depth of analysis, feasibility, alignment with organizational culture principles, and clarity of communication.
Connections to Learning Theory
The activity is grounded in several learning theories:
• Constructivism- staff build meaning by analyzing complex workplace problems and creating their own solutions. Learners actively construct meaning as they interpret complex workplace issues and create solutions.
• Andragogy- adults work on relevant, problem-centered tasks that reflect real professional responsibilities. Adults prefer problem-centered learning, autonomy, and tasks relevant to their roles. The activity meets these needs by focusing on authentic organizational challenges.
• Experiential learning- Learners move through cycles of experience, reflection, conceptualization, and application as they analyze case files and build solutions.
• Gamification principles- draws from behaviorist foundations through reinforcement while also supporting intrinsic motivation and engagement through autonomy, recognition, and immediate feedback. Game elements such as XP, challenges, and rewards support motivation and engagement, while immediate feedback strengthens learning.